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Where should I advertise for my LMIA?

Feb 16, 2018
18
5
Hey Everyone,

Constantly getting questions on this one, so I drafted a quick post on how to choose where to post for your Labour Market Impact Assessment in order to best target underrepresented groups. Remember, if it all gets to be too much for you the Campbell Cohen/CanadaVisa team are experts on this and can take on this burden for you.

New LMIA Advertising requirements and how to identify the best underrepresented recruitment strategy


New regulations and tough Service Canada officers have made getting an LMIA (Labour Market Impact Assessment) approval even more difficult than ever before. While it has always been a requirement to advertise to Canadians before getting an approval to hire abroad, ESDC now has a few more specific criteria. Here is a quote from the website.

Recruitment is the process of finding and selecting qualified employees. As part of the Temporary Foreign Worker Program requirements, you must conduct recruitment efforts to hire Canadians and permanent residents before offering a job to a temporary foreign worker.

Minimum recruitment requirements

Before applying for a Labour Market Impact Assessment, you must conduct at least three different recruitment activities:

  • Effective August 28, 2017, you must advertise on the Government of Canada’s Job Bank. If you choose to use an alternative method, you must submit a written rationale and explanation.
  • You must also conduct at least two additional methods of recruitment that are consistent with the occupation (targets an audience that has the appropriate education, professional experience and or skill level required for the occupation). Effective August 28, 2017, each of the methods used must target a different underrepresented group: Indigenous persons, vulnerable youth, newcomers, and persons with disabilities.
Vulnerable youth are defined as young people who face barriers to employment, developing basic employability skills and gaining valuable job experience to assist them in making a successful transition into the labour market or to return to school. These barriers for youth may include but are not limited to: challenges faced by recent immigrant youth, youth with disabilities, lone parent youth, youth who have not completed high school, Indigenous youth, and youth living in rural or remote areas.


Unfortunately, there is no published list on which resources will be accepted, and you don’t want to spend all that time and money on an application just to be denied at the last stage because the officer can’t verify your efforts. That’s why we gathered this list of resources you can use to support your recruitment efforts.

Disclaimer: This list has been gathered through personal/professional trial and error and we offer no guarantees. Our insight into each is based purely on opinion. Each officer determines their understanding of the criteria differently, and we are of the belief that more advertising is always better. As a point of reference, we have utilized the following recruitment tools on a large number of applications over the last few months and have compiled this list based on those we have found success with.


Aboriginal/First Nations/Indigenous groups – Many first nations resources are either very targeted, very regional, or very expensive. Resources provide varying levels of support, verification, and national exposure. Here is what we have found so far.

Local Aboriginal centers – wonderful resources, but beware their reach. Often times a posting is made on a local internal bulletin board and verification is difficult for an officer to complete. We encourage using this method, but only in addition to a national aboriginal board.

www.Aboriginaljobboard.ca - Seems to be the least expensive option for a paid national campaign. Documented postings with id numbers are easy to track. Larger packages are available on request.

https://www.inclusionnetwork.ca/frontoffice/reviewPricingPackagesAction.do?sitecode=pl233 - Around $640. One of the pricier options available today


Newcomer and New immigrant resources – This one is tough, as many people believe a local church or community organization will qualify. While we have seen that work, more often than not Officers require specific, targeted job boards. Making an officer’s job as easy as possible is key, and worth a small fee to check all the boxes. Here are a few paid resources that we have seen work consistently.


www.newcanadianjobs.ca – Least expensive, very targeted national network of employment centers, about $99 per post at last check. We actually find quite a few international candidates to fill other roles when posting on this network.

www.newcomerscanada.ca – Nice website, about $195 per posting.


Vulnerable youth

https://www.yes.on.ca/ - Ontario specific government employment center. Large reach but limited to specific regions in Toronto. It was YES that actually introduced us to the job board below which shares positions between regional/provincial/national centers.

www.canadayouthworks.ca – national job board with an emphasis on youth experiencing barriers entering the workforce.


Warning: Beware sites that appear to only focus on the requirements set out by service Canada. If one site is trying to focus on two or more requirements, you can probably guess it is not an actual employment resource. If you are sensing this, you know Service Canada will be as well. We have had many employers contacting us to fix otherwise perfect LMIA submissions due to rejected advertising. It is worth the extra $200 to submit properly. With increased timelines and fees, don’t risk posting positions on a fraudulent board. The internet is filled with stories of rejections based on non-compliance with the minimum advertising requirements.

https://www.canadavisa.com/canada-immigration-discussion-board/threads/caregiver-application-with-lmia-work-permit-application-denied.454854/page-4
https://vancouversun.com/news/local-news/caregiver-fees-refusals-frustrate-families
https://www.cicnews.com/2013/08/4-common-mistakes-applying-labour-market-opinion-082807.html#gs.SZKcibY


Things to look out for (Reasons advertisements have been denied):

Beware spelling and grammar errors on a professional employment resource

Look out for organizations that do not charge tax and/or are not located in Canada. If an officer believes a first nation's resource is located outside of Canada, realistically they will not be helping that indigenous community. They will reject your entire application. It doesn't matter that one officer approved your friend's application using that LMIA, each officer is different and we have seen denials for all kinds of reasons.

Generally, if the resources you are utilizing mention the Temporary Foreign Worker Program, discusses immigration consultants or lawyers, mentions the Labour Market Impact Assessment (LMIA) by name, does not work with government or not for profit organizations, or appears sketchy in any way, stay clear of them. If they do receive government funding (a good sign), make sure they are national in scope!

Finally, remember that job advertising is a covered expense under the childcare tax credit in Canada, so if this role is for a caregiver remember to save your receipts! https://www.canada.ca/en/revenue-agency/services/tax/technical-information/income-tax/income-tax-folios-index/series-1-individuals/folio-3-family-unit-issues/income-tax-folio-s1-f3-c1-child-care-expense-deduction.html#p1.20

Best of luck and I wish speedy approvals for all of you!

Benjamin
 

Gooner93

Full Member
Nov 14, 2018
21
1
Hey Everyone,

Constantly getting questions on this one, so I drafted a quick post on how to choose where to post for your Labour Market Impact Assessment in order to best target underrepresented groups. Remember, if it all gets to be too much for you the Campbell Cohen/CanadaVisa team are experts on this and can take on this burden for you.

New LMIA Advertising requirements and how to identify the best underrepresented recruitment strategy


New regulations and tough Service Canada officers have made getting an LMIA (Labour Market Impact Assessment) approval even more difficult than ever before. While it has always been a requirement to advertise to Canadians before getting an approval to hire abroad, ESDC now has a few more specific criteria. Here is a quote from the website.

Recruitment is the process of finding and selecting qualified employees. As part of the Temporary Foreign Worker Program requirements, you must conduct recruitment efforts to hire Canadians and permanent residents before offering a job to a temporary foreign worker.

Minimum recruitment requirements

Before applying for a Labour Market Impact Assessment, you must conduct at least three different recruitment activities:

  • Effective August 28, 2017, you must advertise on the Government of Canada’s Job Bank. If you choose to use an alternative method, you must submit a written rationale and explanation.
  • You must also conduct at least two additional methods of recruitment that are consistent with the occupation (targets an audience that has the appropriate education, professional experience and or skill level required for the occupation). Effective August 28, 2017, each of the methods used must target a different underrepresented group: Indigenous persons, vulnerable youth, newcomers, and persons with disabilities.
Vulnerable youth are defined as young people who face barriers to employment, developing basic employability skills and gaining valuable job experience to assist them in making a successful transition into the labour market or to return to school. These barriers for youth may include but are not limited to: challenges faced by recent immigrant youth, youth with disabilities, lone parent youth, youth who have not completed high school, Indigenous youth, and youth living in rural or remote areas.


Unfortunately, there is no published list on which resources will be accepted, and you don’t want to spend all that time and money on an application just to be denied at the last stage because the officer can’t verify your efforts. That’s why we gathered this list of resources you can use to support your recruitment efforts.

Disclaimer: This list has been gathered through personal/professional trial and error and we offer no guarantees. Our insight into each is based purely on opinion. Each officer determines their understanding of the criteria differently, and we are of the belief that more advertising is always better. As a point of reference, we have utilized the following recruitment tools on a large number of applications over the last few months and have compiled this list based on those we have found success with.


Aboriginal/First Nations/Indigenous groups – Many first nations resources are either very targeted, very regional, or very expensive. Resources provide varying levels of support, verification, and national exposure. Here is what we have found so far.

Local Aboriginal centers – wonderful resources, but beware their reach. Often times a posting is made on a local internal bulletin board and verification is difficult for an officer to complete. We encourage using this method, but only in addition to a national aboriginal board.

www.Aboriginaljobboard.ca - Seems to be the least expensive option for a paid national campaign. Documented postings with id numbers are easy to track. Larger packages are available on request.

https://www.inclusionnetwork.ca/frontoffice/reviewPricingPackagesAction.do?sitecode=pl233 - Around $640. One of the pricier options available today


Newcomer and New immigrant resources – This one is tough, as many people believe a local church or community organization will qualify. While we have seen that work, more often than not Officers require specific, targeted job boards. Making an officer’s job as easy as possible is key, and worth a small fee to check all the boxes. Here are a few paid resources that we have seen work consistently.


www.newcanadianjobs.ca – Least expensive, very targeted national network of employment centers, about $99 per post at last check. We actually find quite a few international candidates to fill other roles when posting on this network.

www.newcomerscanada.ca – Nice website, about $195 per posting.


Vulnerable youth

https://www.yes.on.ca/ - Ontario specific government employment center. Large reach but limited to specific regions in Toronto. It was YES that actually introduced us to the job board below which shares positions between regional/provincial/national centers.

www.canadayouthworks.ca – national job board with an emphasis on youth experiencing barriers entering the workforce.


Warning: Beware sites that appear to only focus on the requirements set out by service Canada. If one site is trying to focus on two or more requirements, you can probably guess it is not an actual employment resource. If you are sensing this, you know Service Canada will be as well. We have had many employers contacting us to fix otherwise perfect LMIA submissions due to rejected advertising. It is worth the extra $200 to submit properly. With increased timelines and fees, don’t risk posting positions on a fraudulent board. The internet is filled with stories of rejections based on non-compliance with the minimum advertising requirements.

https://www.canadavisa.com/canada-immigration-discussion-board/threads/caregiver-application-with-lmia-work-permit-application-denied.454854/page-4
https://vancouversun.com/news/local-news/caregiver-fees-refusals-frustrate-families
https://www.cicnews.com/2013/08/4-common-mistakes-applying-labour-market-opinion-082807.html#gs.SZKcibY


Things to look out for (Reasons advertisements have been denied):

Beware spelling and grammar errors on a professional employment resource

Look out for organizations that do not charge tax and/or are not located in Canada. If an officer believes a first nation's resource is located outside of Canada, realistically they will not be helping that indigenous community. They will reject your entire application. It doesn't matter that one officer approved your friend's application using that LMIA, each officer is different and we have seen denials for all kinds of reasons.

Generally, if the resources you are utilizing mention the Temporary Foreign Worker Program, discusses immigration consultants or lawyers, mentions the Labour Market Impact Assessment (LMIA) by name, does not work with government or not for profit organizations, or appears sketchy in any way, stay clear of them. If they do receive government funding (a good sign), make sure they are national in scope!

Finally, remember that job advertising is a covered expense under the childcare tax credit in Canada, so if this role is for a caregiver remember to save your receipts! https://www.canada.ca/en/revenue-agency/services/tax/technical-information/income-tax/income-tax-folios-index/series-1-individuals/folio-3-family-unit-issues/income-tax-folio-s1-f3-c1-child-care-expense-deduction.html#p1.20

Best of luck and I wish speedy approvals for all of you!

Benjamin
Thank you for sharing your knowledge and experience on this.
My employer has posted in alljobs.ca, torontojobs, newcanadianjobs, and jobbank. Do you think these websites will meet the requirements of Service Canada or should we post on more websites?
Thanks
 
  • Like
Reactions: BenjaminCanada
Feb 16, 2018
18
5
Hey Gooner,

I am going to preface this with the fact that I am just sharing tips based on personal/professional experience, and you should definitely continue doing your own research before making a final decision. That being said, if you look at the language posted on the ESDC website, here is what it says about recruitment for low wage roles. I don't know what category you fall under but this is the page where I get my information. (https://www.canada.ca/en/employment-social-development/services/foreign-workers/median-wage/low/requirements.html#h2.6)

This page changes all the time but as of 2018-11-20 it says the following:


Minimum recruitment requirements
Before applying for a Labour Market Impact Assessment, you must conduct at least three different recruitment activities:

  • Effective August 28, 2017, you must advertise on the Government of Canada’s Job Bank. If you choose to use an alternative method, you must submit a written rational and explanation.
  • You must also conduct at least two additional methods of recruitment that are consistent with the occupation (targets an audience that has the appropriate education, professional experience and or skill level required for the occupation). Effective August 28, 2017, each of the methods used must target a different underrepresented group: Indigenous persons, vulnerable youth, newcomers, and persons with disabilities.

So here's what you have

Job bank - Check
Newcomer (www.newcanadianjobs.ca) - Check
allstarjobs/torontojobs - Good additional resources, always good to have extra recruitment, but not targeting any of the underrepresented groups mentioned above (unless I am missing something).

My guess is you will see a denial unless you (your employer) posts in at least one more underrepresented group. For peace of mind I would post on at least two more. Did you try www.canadayouthworks.ca and www.aboriginaljobboard.ca?

Best of luck and happy head hunting!

Benjamin
 

Gooner93

Full Member
Nov 14, 2018
21
1
It's actually a high-wage one (so targetting the underrepresented group is not a must although we have posted in newcanadianjobs anyway). The position is translator and interpreter so posting in aboriginaljobboard doesnt make sense really. I have done a lot of research and have read CIC but it's still very hard to make sure which websites they approve of! Plus I'm not sure whether they take it at least a bit easy on applications to support permanet residency or not so it all is very confusing and stressful for me.
Thank you again for helping.
 

HareGuu

Newbie
Apr 9, 2019
7
1
Thanks for your sharing! This posting helped me a lot in advertising for my client's LMIA application.

I placed ads on Job bank, www.newcanadianjobs.ca, and www.Aboriginaljobboard.ca.
Do I need to post one or two more ads on more general job searching websites such as kijiji or indeed and/or paper-based media?

Also, would it be enough as the proof of advertisements if I print out the ads from the websites?

Thank you again!


Hey Everyone,

Constantly getting questions on this one, so I drafted a quick post on how to choose where to post for your Labour Market Impact Assessment in order to best target underrepresented groups. Remember, if it all gets to be too much for you the Campbell Cohen/CanadaVisa team are experts on this and can take on this burden for you.

New LMIA Advertising requirements and how to identify the best underrepresented recruitment strategy


New regulations and tough Service Canada officers have made getting an LMIA (Labour Market Impact Assessment) approval even more difficult than ever before. While it has always been a requirement to advertise to Canadians before getting an approval to hire abroad, ESDC now has a few more specific criteria. Here is a quote from the website.

Recruitment is the process of finding and selecting qualified employees. As part of the Temporary Foreign Worker Program requirements, you must conduct recruitment efforts to hire Canadians and permanent residents before offering a job to a temporary foreign worker.

Minimum recruitment requirements

Before applying for a Labour Market Impact Assessment, you must conduct at least three different recruitment activities:

  • Effective August 28, 2017, you must advertise on the Government of Canada’s Job Bank. If you choose to use an alternative method, you must submit a written rationale and explanation.
  • You must also conduct at least two additional methods of recruitment that are consistent with the occupation (targets an audience that has the appropriate education, professional experience and or skill level required for the occupation). Effective August 28, 2017, each of the methods used must target a different underrepresented group: Indigenous persons, vulnerable youth, newcomers, and persons with disabilities.
Vulnerable youth are defined as young people who face barriers to employment, developing basic employability skills and gaining valuable job experience to assist them in making a successful transition into the labour market or to return to school. These barriers for youth may include but are not limited to: challenges faced by recent immigrant youth, youth with disabilities, lone parent youth, youth who have not completed high school, Indigenous youth, and youth living in rural or remote areas.


Unfortunately, there is no published list on which resources will be accepted, and you don’t want to spend all that time and money on an application just to be denied at the last stage because the officer can’t verify your efforts. That’s why we gathered this list of resources you can use to support your recruitment efforts.

Disclaimer: This list has been gathered through personal/professional trial and error and we offer no guarantees. Our insight into each is based purely on opinion. Each officer determines their understanding of the criteria differently, and we are of the belief that more advertising is always better. As a point of reference, we have utilized the following recruitment tools on a large number of applications over the last few months and have compiled this list based on those we have found success with.


Aboriginal/First Nations/Indigenous groups – Many first nations resources are either very targeted, very regional, or very expensive. Resources provide varying levels of support, verification, and national exposure. Here is what we have found so far.

Local Aboriginal centers – wonderful resources, but beware their reach. Often times a posting is made on a local internal bulletin board and verification is difficult for an officer to complete. We encourage using this method, but only in addition to a national aboriginal board.

www.Aboriginaljobboard.ca - Seems to be the least expensive option for a paid national campaign. Documented postings with id numbers are easy to track. Larger packages are available on request.

https://www.inclusionnetwork.ca/frontoffice/reviewPricingPackagesAction.do?sitecode=pl233 - Around $640. One of the pricier options available today


Newcomer and New immigrant resources – This one is tough, as many people believe a local church or community organization will qualify. While we have seen that work, more often than not Officers require specific, targeted job boards. Making an officer’s job as easy as possible is key, and worth a small fee to check all the boxes. Here are a few paid resources that we have seen work consistently.


www.newcanadianjobs.ca – Least expensive, very targeted national network of employment centers, about $99 per post at last check. We actually find quite a few international candidates to fill other roles when posting on this network.

www.newcomerscanada.ca – Nice website, about $195 per posting.


Vulnerable youth

https://www.yes.on.ca/ - Ontario specific government employment center. Large reach but limited to specific regions in Toronto. It was YES that actually introduced us to the job board below which shares positions between regional/provincial/national centers.

www.canadayouthworks.ca – national job board with an emphasis on youth experiencing barriers entering the workforce.


Warning: Beware sites that appear to only focus on the requirements set out by service Canada. If one site is trying to focus on two or more requirements, you can probably guess it is not an actual employment resource. If you are sensing this, you know Service Canada will be as well. We have had many employers contacting us to fix otherwise perfect LMIA submissions due to rejected advertising. It is worth the extra $200 to submit properly. With increased timelines and fees, don’t risk posting positions on a fraudulent board. The internet is filled with stories of rejections based on non-compliance with the minimum advertising requirements.

https://www.canadavisa.com/canada-immigration-discussion-board/threads/caregiver-application-with-lmia-work-permit-application-denied.454854/page-4
https://vancouversun.com/news/local-news/caregiver-fees-refusals-frustrate-families
https://www.cicnews.com/2013/08/4-common-mistakes-applying-labour-market-opinion-082807.html#gs.SZKcibY


Things to look out for (Reasons advertisements have been denied):

Beware spelling and grammar errors on a professional employment resource

Look out for organizations that do not charge tax and/or are not located in Canada. If an officer believes a first nation's resource is located outside of Canada, realistically they will not be helping that indigenous community. They will reject your entire application. It doesn't matter that one officer approved your friend's application using that LMIA, each officer is different and we have seen denials for all kinds of reasons.

Generally, if the resources you are utilizing mention the Temporary Foreign Worker Program, discusses immigration consultants or lawyers, mentions the Labour Market Impact Assessment (LMIA) by name, does not work with government or not for profit organizations, or appears sketchy in any way, stay clear of them. If they do receive government funding (a good sign), make sure they are national in scope!

Finally, remember that job advertising is a covered expense under the childcare tax credit in Canada, so if this role is for a caregiver remember to save your receipts! https://www.canada.ca/en/revenue-agency/services/tax/technical-information/income-tax/income-tax-folios-index/series-1-individuals/folio-3-family-unit-issues/income-tax-folio-s1-f3-c1-child-care-expense-deduction.html#p1.20

Best of luck and I wish speedy approvals for all of you!

Benjamin
 
  • Like
Reactions: BenjaminCanada
Feb 16, 2018
18
5
Thanks for your sharing! This posting helped me a lot in advertising for my client's LMIA application.

I placed ads on Job bank, www.newcanadianjobs.ca, and www.Aboriginaljobboard.ca.
Do I need to post one or two more ads on more general job searching websites such as kijiji or indeed and/or paper-based media?

Also, would it be enough as the proof of advertisements if I print out the ads from the websites?

Thank you again!

Hey HareGuu,

My thought is, why not? The more the better. You want to be able to say you posted EVERYWHERE and could not find a Canadian. Make that officer go "uch, enough with the ads already!". Better too many than too few. I am getting more and more calls from employers who choose to risk it with the bare minimum. Don't risk it, a job ad takes ten seconds. And yes, I Just used a printout. Make sure you print it on the day of submission so you have both dates visible (the date you posted and the date you printed).

Good luck!
 
  • Like
Reactions: HareGuu

HareGuu

Newbie
Apr 9, 2019
7
1
Thank you so much!
I really appreciate your prompt and kind response and the time you put to answer my questions.
Have a great day!!

Hey HareGuu,

My thought is, why not? The more the better. You want to be able to say you posted EVERYWHERE and could not find a Canadian. Make that officer go "uch, enough with the ads already!". Better too many than too few. I am getting more and more calls from employers who choose to risk it with the bare minimum. Don't risk it, a job ad takes ten seconds. And yes, I Just used a printout. Make sure you print it on the day of submission so you have both dates visible (the date you posted and the date you printed).

Good luck!
 

HareGuu

Newbie
Apr 9, 2019
7
1
Hello,
I have one more question regrading the process of LMIA.
So my client and I posted ads and got several resumes, and now we should prove why those candidates are not suitable for the position.
My questions is, how can we show the officers why the job seekers are deemed not suitable?
Would it be enough if we just make a checklist to check out the candidates' qualifications and add brief comments?
Please share your wisdom and knowledge for this new RCIC.
Thank you in advance.
 

HareGuu

Newbie
Apr 9, 2019
7
1
Hello,
I have one more question regrading the process of LMIA.
So my client and I posted ads and got several resumes, and now we should prove why those candidates are not suitable for the position.
My questions is, how can we show the officers why the job seekers are deemed not suitable?
Would it be enough if we just make a checklist to check out the candidates' qualifications and add brief comments?
Please share your wisdom and knowledge for this new RCIC.
Thank you in advance.


Hello,
I have one more question regrading the process of LMIA.
So my client and I posted ads and got several resumes, and now we should prove why those candidates are not suitable for the position.
My questions is, how can we show the officers why the job seekers are deemed not suitable?
Would it be enough if we just make a checklist to check out the candidates' qualifications and add brief comments?
Please share your wisdom and knowledge for this new RCIC.
Thank you in advance.


Hey HareGuu,

My thought is, why not? The more the better. You want to be able to say you posted EVERYWHERE and could not find a Canadian. Make that officer go "uch, enough with the ads already!". Better too many than too few. I am getting more and more calls from employers who choose to risk it with the bare minimum. Don't risk it, a job ad takes ten seconds. And yes, I Just used a printout. Make sure you print it on the day of submission so you have both dates visible (the date you posted and the date you printed).

Good luck!
 

Gooner93

Full Member
Nov 14, 2018
21
1
Hello,
I have one more question regrading the process of LMIA.
So my client and I posted ads and got several resumes, and now we should prove why those candidates are not suitable for the position.
My questions is, how can we show the officers why the job seekers are deemed not suitable?
Would it be enough if we just make a checklist to check out the candidates' qualifications and add brief comments?
Please share your wisdom and knowledge for this new RCIC.
Thank you in advance.
Hi,
You can make a list of CVs you have received (without any names e.g. candidate #1, candidate #2, etc.) and explain why each candidate was not qualified. But make sure the qualifications you have assigned are logical.
Good luck
 

HareGuu

Newbie
Apr 9, 2019
7
1
Thank you!


Hi,
You can make a list of CVs you have received (without any names e.g. candidate #1, candidate #2, etc.) and explain why each candidate was not qualified. But make sure the qualifications you have assigned are logical.
Good luck
 

Jio prof

Newbie
Feb 2, 2021
2
0
Hey Everyone,

Constantly getting questions on this one, so I drafted a quick post on how to choose where to post for your Labour Market Impact Assessment in order to best target underrepresented groups. Remember, if it all gets to be too much for you the Campbell Cohen/CanadaVisa team are experts on this and can take on this burden for you.

New LMIA Advertising requirements and how to identify the best underrepresented recruitment strategy


New regulations and tough Service Canada officers have made getting an LMIA (Labour Market Impact Assessment) approval even more difficult than ever before. While it has always been a requirement to advertise to Canadians before getting an approval to hire abroad, ESDC now has a few more specific criteria. Here is a quote from the website.

Recruitment is the process of finding and selecting qualified employees. As part of the Temporary Foreign Worker Program requirements, you must conduct recruitment efforts to hire Canadians and permanent residents before offering a job to a temporary foreign worker.

Minimum recruitment requirements

Before applying for a Labour Market Impact Assessment, you must conduct at least three different recruitment activities:

  • Effective August 28, 2017, you must advertise on the Government of Canada’s Job Bank. If you choose to use an alternative method, you must submit a written rationale and explanation.
  • You must also conduct at least two additional methods of recruitment that are consistent with the occupation (targets an audience that has the appropriate education, professional experience and or skill level required for the occupation). Effective August 28, 2017, each of the methods used must target a different underrepresented group: Indigenous persons, vulnerable youth, newcomers, and persons with disabilities.
Vulnerable youth are defined as young people who face barriers to employment, developing basic employability skills and gaining valuable job experience to assist them in making a successful transition into the labour market or to return to school. These barriers for youth may include but are not limited to: challenges faced by recent immigrant youth, youth with disabilities, lone parent youth, youth who have not completed high school, Indigenous youth, and youth living in rural or remote areas.


Unfortunately, there is no published list on which resources will be accepted, and you don’t want to spend all that time and money on an application just to be denied at the last stage because the officer can’t verify your efforts. That’s why we gathered this list of resources you can use to support your recruitment efforts.

Disclaimer: This list has been gathered through personal/professional trial and error and we offer no guarantees. Our insight into each is based purely on opinion. Each officer determines their understanding of the criteria differently, and we are of the belief that more advertising is always better. As a point of reference, we have utilized the following recruitment tools on a large number of applications over the last few months and have compiled this list based on those we have found success with.


Aboriginal/First Nations/Indigenous groups – Many first nations resources are either very targeted, very regional, or very expensive. Resources provide varying levels of support, verification, and national exposure. Here is what we have found so far.

Local Aboriginal centers – wonderful resources, but beware their reach. Often times a posting is made on a local internal bulletin board and verification is difficult for an officer to complete. We encourage using this method, but only in addition to a national aboriginal board.

www.Aboriginaljobboard.ca - Seems to be the least expensive option for a paid national campaign. Documented postings with id numbers are easy to track. Larger packages are available on request.

https://www.inclusionnetwork.ca/frontoffice/reviewPricingPackagesAction.do?sitecode=pl233 - Around $640. One of the pricier options available today


Newcomer and New immigrant resources – This one is tough, as many people believe a local church or community organization will qualify. While we have seen that work, more often than not Officers require specific, targeted job boards. Making an officer’s job as easy as possible is key, and worth a small fee to check all the boxes. Here are a few paid resources that we have seen work consistently.


www.newcanadianjobs.ca – Least expensive, very targeted national network of employment centers, about $99 per post at last check. We actually find quite a few international candidates to fill other roles when posting on this network.

www.newcomerscanada.ca – Nice website, about $195 per posting.


Vulnerable youth

https://www.yes.on.ca/ - Ontario specific government employment center. Large reach but limited to specific regions in Toronto. It was YES that actually introduced us to the job board below which shares positions between regional/provincial/national centers.

www.canadayouthworks.ca – national job board with an emphasis on youth experiencing barriers entering the workforce.


Warning: Beware sites that appear to only focus on the requirements set out by service Canada. If one site is trying to focus on two or more requirements, you can probably guess it is not an actual employment resource. If you are sensing this, you know Service Canada will be as well. We have had many employers contacting us to fix otherwise perfect LMIA submissions due to rejected advertising. It is worth the extra $200 to submit properly. With increased timelines and fees, don’t risk posting positions on a fraudulent board. The internet is filled with stories of rejections based on non-compliance with the minimum advertising requirements.

https://www.canadavisa.com/canada-immigration-discussion-board/threads/caregiver-application-with-lmia-work-permit-application-denied.454854/page-4
https://vancouversun.com/news/local-news/caregiver-fees-refusals-frustrate-families
https://www.cicnews.com/2013/08/4-common-mistakes-applying-labour-market-opinion-082807.html#gs.SZKcibY


Things to look out for (Reasons advertisements have been denied):

Beware spelling and grammar errors on a professional employment resource

Look out for organizations that do not charge tax and/or are not located in Canada. If an officer believes a first nation's resource is located outside of Canada, realistically they will not be helping that indigenous community. They will reject your entire application. It doesn't matter that one officer approved your friend's application using that LMIA, each officer is different and we have seen denials for all kinds of reasons.

Generally, if the resources you are utilizing mention the Temporary Foreign Worker Program, discusses immigration consultants or lawyers, mentions the Labour Market Impact Assessment (LMIA) by name, does not work with government or not for profit organizations, or appears sketchy in any way, stay clear of them. If they do receive government funding (a good sign), make sure they are national in scope!

Finally, remember that job advertising is a covered expense under the childcare tax credit in Canada, so if this role is for a caregiver remember to save your receipts! https://www.canada.ca/en/revenue-agency/services/tax/technical-information/income-tax/income-tax-folios-index/series-1-individuals/folio-3-family-unit-issues/income-tax-folio-s1-f3-c1-child-care-expense-deduction.html#p1.20

Best of luck and I wish speedy approvals for all of you!

Benjamin
Hi Benjamin
Would you be able to help in advertising for a position in Canada in the appropriate forum so that it gets maximum coverage and in case it is required then the position can be filled by an international candidate through LMIA processing? Your response will be highly appreciated.
 

Jio prof

Newbie
Feb 2, 2021
2
0
Hi Benjamin
Would you be able to help in advertising for a position in Canada in the appropriate forum so that it gets maximum coverage and in case it is required then the position can be filled by an international candidate through LMIA processing? Your response will be highly appreciated.
 

Ark_421

Newbie
Feb 18, 2024
3
0
Hey Everyone,

Constantly getting questions on this one, so I drafted a quick post on how to choose where to post for your Labour Market Impact Assessment in order to best target underrepresented groups. Remember, if it all gets to be too much for you the Campbell Cohen/CanadaVisa team are experts on this and can take on this burden for you.

New LMIA Advertising requirements and how to identify the best underrepresented recruitment strategy


New regulations and tough Service Canada officers have made getting an LMIA (Labour Market Impact Assessment) approval even more difficult than ever before. While it has always been a requirement to advertise to Canadians before getting an approval to hire abroad, ESDC now has a few more specific criteria. Here is a quote from the website.

Recruitment is the process of finding and selecting qualified employees. As part of the Temporary Foreign Worker Program requirements, you must conduct recruitment efforts to hire Canadians and permanent residents before offering a job to a temporary foreign worker.

Minimum recruitment requirements

Before applying for a Labour Market Impact Assessment, you must conduct at least three different recruitment activities:

  • Effective August 28, 2017, you must advertise on the Government of Canada’s Job Bank. If you choose to use an alternative method, you must submit a written rationale and explanation.
  • You must also conduct at least two additional methods of recruitment that are consistent with the occupation (targets an audience that has the appropriate education, professional experience and or skill level required for the occupation). Effective August 28, 2017, each of the methods used must target a different underrepresented group: Indigenous persons, vulnerable youth, newcomers, and persons with disabilities.
Vulnerable youth are defined as young people who face barriers to employment, developing basic employability skills and gaining valuable job experience to assist them in making a successful transition into the labour market or to return to school. These barriers for youth may include but are not limited to: challenges faced by recent immigrant youth, youth with disabilities, lone parent youth, youth who have not completed high school, Indigenous youth, and youth living in rural or remote areas.


Unfortunately, there is no published list on which resources will be accepted, and you don’t want to spend all that time and money on an application just to be denied at the last stage because the officer can’t verify your efforts. That’s why we gathered this list of resources you can use to support your recruitment efforts.

Disclaimer: This list has been gathered through personal/professional trial and error and we offer no guarantees. Our insight into each is based purely on opinion. Each officer determines their understanding of the criteria differently, and we are of the belief that more advertising is always better. As a point of reference, we have utilized the following recruitment tools on a large number of applications over the last few months and have compiled this list based on those we have found success with.


Aboriginal/First Nations/Indigenous groups – Many first nations resources are either very targeted, very regional, or very expensive. Resources provide varying levels of support, verification, and national exposure. Here is what we have found so far.

Local Aboriginal centers – wonderful resources, but beware their reach. Often times a posting is made on a local internal bulletin board and verification is difficult for an officer to complete. We encourage using this method, but only in addition to a national aboriginal board.

www.Aboriginaljobboard.ca - Seems to be the least expensive option for a paid national campaign. Documented postings with id numbers are easy to track. Larger packages are available on request.

https://www.inclusionnetwork.ca/frontoffice/reviewPricingPackagesAction.do?sitecode=pl233 - Around $640. One of the pricier options available today


Newcomer and New immigrant resources – This one is tough, as many people believe a local church or community organization will qualify. While we have seen that work, more often than not Officers require specific, targeted job boards. Making an officer’s job as easy as possible is key, and worth a small fee to check all the boxes. Here are a few paid resources that we have seen work consistently.


www.newcanadianjobs.ca – Least expensive, very targeted national network of employment centers, about $99 per post at last check. We actually find quite a few international candidates to fill other roles when posting on this network.

www.newcomerscanada.ca – Nice website, about $195 per posting.


Vulnerable youth

https://www.yes.on.ca/ - Ontario specific government employment center. Large reach but limited to specific regions in Toronto. It was YES that actually introduced us to the job board below which shares positions between regional/provincial/national centers.

www.canadayouthworks.ca – national job board with an emphasis on youth experiencing barriers entering the workforce.


Warning: Beware sites that appear to only focus on the requirements set out by service Canada. If one site is trying to focus on two or more requirements, you can probably guess it is not an actual employment resource. If you are sensing this, you know Service Canada will be as well. We have had many employers contacting us to fix otherwise perfect LMIA submissions due to rejected advertising. It is worth the extra $200 to submit properly. With increased timelines and fees, don’t risk posting positions on a fraudulent board. The internet is filled with stories of rejections based on non-compliance with the minimum advertising requirements.

https://www.canadavisa.com/canada-immigration-discussion-board/threads/caregiver-application-with-lmia-work-permit-application-denied.454854/page-4
https://vancouversun.com/news/local-news/caregiver-fees-refusals-frustrate-families
https://www.cicnews.com/2013/08/4-common-mistakes-applying-labour-market-opinion-082807.html#gs.SZKcibY


Things to look out for (Reasons advertisements have been denied):

Beware spelling and grammar errors on a professional employment resource

Look out for organizations that do not charge tax and/or are not located in Canada. If an officer believes a first nation's resource is located outside of Canada, realistically they will not be helping that indigenous community. They will reject your entire application. It doesn't matter that one officer approved your friend's application using that LMIA, each officer is different and we have seen denials for all kinds of reasons.

Generally, if the resources you are utilizing mention the Temporary Foreign Worker Program, discusses immigration consultants or lawyers, mentions the Labour Market Impact Assessment (LMIA) by name, does not work with government or not for profit organizations, or appears sketchy in any way, stay clear of them. If they do receive government funding (a good sign), make sure they are national in scope!

Finally, remember that job advertising is a covered expense under the childcare tax credit in Canada, so if this role is for a caregiver remember to save your receipts! https://www.canada.ca/en/revenue-agency/services/tax/technical-information/income-tax/income-tax-folios-index/series-1-individuals/folio-3-family-unit-issues/income-tax-folio-s1-f3-c1-child-care-expense-deduction.html#p1.20

Best of luck and I wish speedy approvals for all of you!

Benjamin
Hi Benjamin,

Great to see you have created a very informative forum and also helping others out. I hope everything went very well for you. I just want to know if your process was successful and if you have any advice for us who are currently trying our best to secure LMIA.

Thank you,
Arkam